HR Business Partner & Special Projects Lead

Heritage - Crystal Clean LLC•Hoffman Estates, IL

14d•$100,000 - $120,000

About The Position

Crystal Clean is a leading environmental services company committed to protecting the environment while helping businesses operate safely, compliantly, and sustainably. Our work matters every day. From waste management and recycling to environmental compliance solutions, we support industries across the country with services that make a real impact. We are growing, evolving, and investing in our people, and Human Resources plays a critical role in that journey. We are seeking an HR Business Partner & Special Projects Lead. In this role, the HRBP will support a corporate employee population of approximately 200, providing day‑to‑day partnership, guidance, and HR support. In addition, this position will serve as the Special Projects Lead. In 2026, the special projects will focus on Talent Development, driving enterprise-wide initiatives including succession planning, 9‑box talent reviews, and individual development planning through ADP Lyric Enterprise HRIS. This role plays a key part in building leadership capability and strengthening our future talent pipeline. As an HR Business Partner, you will serve as a trusted advisor to leaders and employees, driving people strategies that support operational excellence and business growth.

Requirements

5+ years of progressive HR experience, including HRBP experience supporting corporate functions. operational, field-based, or multi-site environments
Experience designing leadership development including, succession planning, or talent review processes
Strong business acumen with the ability to influence and challenge leaders constructively
Demonstrated experience leveraging workforce data and analytics to identify trends, assess risk, and provide clear, actionable recommendations that support business and talent outcomes
Proven ability to partner effectively with HR Centers of Excellence to deliver integrated HR solutions and ensure enterprise programs are aligned with business needs
Experience supporting frontline, hourly, and salaried populations
Proven ability to balance strategic thinking with hands-on execution
Prior people leadership experience (direct or indirect)
Comfort working in a regulated, safety-focused environment
Bachelor’s degree required; HR certification preferred

Responsibilities

Partner closely with business leaders to align HR strategies with operational and corporate objectives
Provide HR leadership across employee relations, performance management, talent development, workforce planning, and change management
Leverage workforce data and analytics to identify trends, assess risk, and provide clear, actionable recommendations to leaders that support business and talent outcomes
Partner closely with HR Centers of Excellence to deliver integrated solutions and ensure enterprise programs are effectively aligned with business needs
Guide leaders through complex employee issues with sound judgment and a practical, business-focused approach
Drive engagement, retention, and culture initiatives in operational and field-based environments
Ensure compliance with federal, state, and local employment laws and company policies
Partner with Centers of Excellence (Talent Acquisition, Compensation, Benefits, HRIS, Payroll, Legal) to deliver seamless HR solutions
Support organizational change, integration, and continuous improvement initiatives
Design, develop, and operationalize enterprise‑wide talent development initiatives, including succession planning, 9‑box talent reviews, individual development planning (IDPs), and leadership pipeline assessments.
Partner with and enable HRBPs across the business to implement these programs consistently within their respective functions and field organizations.
Directly lead and execute the same talent development framework for all Corporate functions, ensuring alignment, adoption, and quality of execution.
Provide tools, training, templates, and guidance to HRBPs and leaders to drive a consistent and effective talent development process across the company.
Track progress, gather insights, and recommend enhancements to strengthen capability building and long‑term succession plans.
Support new HR projects as assigned